Leave Technology: Tracking New Leave Policies
While it is challenging to monitor and comply with leave legislation or regulations, there are tools and tactics to help employers of all sizes stay on top of changes to ensure compliance.
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FMLA Intermittent Requests for Planned Treatment
Intermittent leave under the FMLA continues to challenge employers. Regulations require employees who need leave for planned treatment to make reasonable efforts to schedule treatment in a manner that does not unduly disrupt operations, but employers still struggle with employees who fail to follow this process.
Common Sense Compliance: STD FMLA and ADA Issues
Employers may not realize that every short-term disability claim has the potential to become an FMLA or ADA lawsuit if it is not properly managed. Those that integrate leave, disability, and accommodation workflows can consolidate intake as well as correspondence.
Employer Solutions: Retention Strategy For A Better Leave Experience
Leave benefits are a key part of an employer’s benefit package, which can be leveraged to help with recruiting and retaining employees. Administering those benefits with empathy, efficiency, and an effective return-to-work support plan should be part of a company’s culture of caring. And in today’s dynamic leave law landscape, it can be very hard to do this alone.
Engaging Today’s Workforce: Curbing Burnout
Employers should watch for signs of burnout among employees, such as reduced engagement and missed meetings, and review their benefits programs to ensure they offer a variety of resources that fit the needs of their workforce.
Integrated Absence Management: Lessons from COVID-19
With millions of employees working from home, supervisors and human resource professionals have had to adjust the way they operate. Added struggles with employee healthcare access as well as financial and medical concerns present a unique challenge for absence management professionals, especially when it comes to disability management.
Absence Matters: Streamline Claims
Imagine a situation where your employee, who works remotely, injures her back while moving file boxes from her garage to her home office to the extent she can no longer work a full schedule. Would she be eligible for a leave under the FMLA, workers’ compensation, or short-term disability? The answer, as you may imagine, is that it depends.
RTW Showcase: Optimum Durations
It’s in an employer’s best interest to encourage and offer safe return to work when an employee is ready, and focusing on average cases instead of excessively long claims can be a savvy approach. In fact, employers that shorten the duration of claims by just a few days can see a return on investment of more than $500,000.
Compliance Showcase: Legalized Marijuana in the Workplace
In the last decade, there has been a proliferation of state and local laws legalizing the medical and recreational use of marijuana. While marijuana currently remains illegal under federal law, most states have legalized its use in some manner, presenting a host of practical problems for companies. Employers must be familiar with the marijuana laws of the states and cities in which they operate to avoid potential legal claims.
Addressing Social Determinants of Health Improves Absence Management and Return to Work
Differences in absenteeism may stem from social determinants of health, a concept that is broadly defined as the environment and conditions in which people live and work that affect the health of individuals and populations. These factors influence employees’ productivity as well as their ability and perhaps willingness to participate in return-to-work programs.
